CH8 - Managing human resources and labour relations

Question 1

Human resource management

Answer 1

the set of organizational activities directed at attracting, developing and maintaining and effective workforce

Question 2

Strategic approach to talent management

Answer 2

reducing employees in areas where they are no longer needed and adding new talent to key growth areas

Question 3

Human capital

Answer 3

firm’s commitment to people
-> reflects an organization’s investment in attracting, retaining, and motivating an effective workforce, “the value of people”

Question 4

Talent management

Answer 4

reflects the view that the people in an organization represent a portfolio of valuable talents and skills that can be effectively managed and tapped in ways best targeted to organizational success

Question 5

The two parts of job analysis

Answer 5

1) job description : lists the duties of a job; its working conditions; and the tools, materials, and equipment used to perform it
2) job specification : lists the skills, abilities, and other credentials needed to do the job

Question 6

Two tasks in forecasting the supply of labour

Answer 6

1) Forecasting internal supply -> Relates to the number and type of employees who will be in the firm at some future date.
2) Forecasting external supply -> Relates to the number and type of people who will be available for hiring from the labour market at large.

Question 7

Employee information systems / replacement chart

Answer 7

1) contain information on each employee’s education, skills, work experience, and career aspirations
-> helps to plan the forecasting of internal supply
2) list of managerial position, who occupies it, how long they will probably stay in it before moving on, and who is now qualified or will soon be qualified to move into the position

Question 8

Recruiting (general)

Answer 8

-> process of attracting qualified people to apply for available jobs

Question 9

Internal recruiting

Answer 9

considering present employees as candidates for openings
=> promotions (can help build morale + keep high quality employees from leaving)

Question 10

External recruiting

Answer 10

attracting people outside the organization to apply for jobs
-> advertising, campus interviews, employment agencies, executive search firms, referrals by present employees, and hiring “walk-ins”
-> now more use of tech and video ads, online recruiting

Question 11

Steps in the validation of candidates

Answer 11

1) Application Forms
- gather info about person
2) Tests (skill, ability)
3) Interviews
(others - physical exam, drug tests)

Question 12

How are newly hired employees developed ?

Answer 12

-> employee orientation
-> training : on the job, off the job, management development programs, mentoring

Question 13

Orientation

Answer 13

process of introducing new employees to the company’s policies and programs, the co-workers and supervisors they will interact with, and the nature of their job

Question 14

on-the-job training

Answer 14

placing the employee in an actual work situation and having a supervisor or experienced employee demonstrate how to perform the task
-> most of it is informal

Question 15

off-the-job training

Answer 15

performed at a location away from the work site. It might be in a classroom within the same facility or at a different location altogether

Question 16

Evaluating employee performance

Answer 16

-> how well employees do their job = helps making decisions about raises, promotions, training + feedback

Question 17

Compensation

Answer 17

the rewards that organizations provide in return for employees’ willingness to perform various tasks = base salary, incentives, bonuses, benefits, and other rewards

Question 18

Protection plans

Answer 18

assist employees when their income is threatened or reduced by illness, disability, unemployment, or retirement
= insurance, pension plans

Question 19

Workforce diversity

Answer 19

range of workers’ attitudes, values, beliefs, and behaviours that differ by gender, race, age, ethnicity, physical ability, and other characteristics
-> diverse companies are more innovative

Question 20

Knowledge workers

Answer 20

typically require extensive and highly specialized training
=> scientists, engineers, physical scientists, game developers, and software application designers
=> skills need to be updated every couple years

Question 21

Contingent workers

Answer 21

one who works for an organization on something other than a permanent or full-time basis
= part-time, freelancer, temporary employee, contract worker, guest worker

Question 22

Labour union

Answer 22

group of individuals working together to achieve shared job-related goals, such as higher pay, shorter working hours, greater benefits, or better working conditions

Question 23

Labour relations

Answer 23

overall process of dealing with employees who are represented by a union

Question 24

Collective bargaining

Answer 24

process by which union leaders and company management negotiate terms and conditions of employment for those workers represented by unions

Question 25

Why are less workers parts of unions (4)

Answer 25

1) today’s workforce is increasingly diverse and contains both women and ethnic minorities who have weaker traditions of union affiliation than white males
2) the workforce is increasingly employed in the service sector, which traditionally has been less heavily unionized
3) companies have become more aggressive in opposing unions
4) more companies are providing a work environment in which employees are allowed to participate and be actively involved

Question 26

What do unions negotiate for ? (bargaining) (

Answer 26

compensation : higher wages / raise
-> tool used is the Cost-Of-Living-Adjustment (tie raises to the CPI)

benefits : insurance, retirement benefits, paid holidays, working conditions, and the cost of supplementary health care

job security : preserving jobs (esp because of deindustrialization)

others : working hours, overtime policies, rest periods

Question 27

Tactics when Bargaining fails

Answer 27

1) Union tactics
=> strikes : employees temporarily walk off the job and refuse to work (during this time may picket or boycott)

2) Management tactics
=> lockout : employers physically deny employees access to the workplace (also might employ temporary/permanent workers for the absent employees)

Question 28

Calling a third party to help resolve a dispute

Answer 28

Conciliation : neutral third party (the conciliator) helps the two sides clarify the issues that are separating them.
-> cannot impose a settlement on the disputing parties

Mediation : neutral third party (the mediator) goes beyond conciliation and advises the disputing parties about specific steps they might take to reach a settlement
-> cannot impose a settlement

Arbitration : neutral third party (the arbitrator) imposes a settlement on the disputing parties

Question 29

Human resources cycle

Answer 29

Recruiting -> Selecting -> Orientation -> Training -> Performance evaluation -> Outbound (including retirement) ->